{"id":23806,"date":"2020-12-18T17:35:37","date_gmt":"2020-12-18T17:35:37","guid":{"rendered":"http:\/\/tiger-recruitment.com\/career-and-personal-development-ae\/five-creative-ways-to-attract-the-best-talent\/"},"modified":"2024-10-15T15:43:15","modified_gmt":"2024-10-15T14:43:15","slug":"five-creative-ways-to-attract-the-best-talent","status":"publish","type":"post","link":"https:\/\/tiger-recruitment.com\/ae\/employers-and-hiring-practice-ae\/five-creative-ways-to-attract-the-best-talent\/","title":{"rendered":"Five creative ways to attract top talent"},"content":{"rendered":"

When recruiting a new permanent role<\/a>, it goes without saying that if you\u2019re looking for the best, you\u2019ll probably need to go above and beyond to find them, let alone secure their interest and employ them. It\u2019s also likely they already have a job, so what can you do to stand out? Where can you reach candidates who aren\u2019t actively looking for a role? How does your employer branding <\/a>stand out from the crowd, without costing the earth in marketing or advertising fees?<\/p>\n

We reveal our five picks of our favourite creative employee attraction strategies, and how looking beyond the realms of a traditional job ad<\/a> might just pay off to attract the best candidates. So, if you’re wondering how to attract the best talent for your company, read on!<\/p>\n

1. Use video<\/strong><\/p>\n

Rather than paying to develop recruitment videos, consider setting up an internal competition where employees compete to put together short, engaging films about why they love working for the business. It\u2019s also quite likely you\u2019ll see a number of surprising reasons as to why they enjoy working for you that you didn\u2019t realise! Video can be an incredibly successful recruitment tool when used well. Post the best films on your own website and YouTube, and encourage your staff to share them on social media among their own networks.<\/p>\n

2. Be honest<\/strong><\/p>\n

It pays to be transparent from the start. Test out some job ads that portray a genuine picture of what it\u2019s like to work for you and, most importantly, what prospective employees will get out of working with you. Sir Ernest Shackleton made history when he led three British expeditions to the Antarctic. But he didn\u2019t do it by promising candidates a great ride! By explaining honestly what was in store for his fellow explorers, he was able to successfully recruit candidates that were in it purely for the \u2018honor and recognition in case of success\u2019.<\/p>\n

3. Ask for referrals immediately<\/strong><\/p>\n

If you have great people working with you already, there\u2019s a high likelihood they also know great people. And there\u2019s no better time to pique their interest with an incentivised referral scheme than at the start of their career with you. Ask new hires at the onboarding stage who they might know generally, as well as at their previous place of employment. Privilege Underwriters Reciprocal Exchange (PURE) is an insurance company that boasts sourcing between 40 – 60 % of its employees via referral. This incredible figure is down to them asking for referrals within 30 days of hiring.<\/p>\n

4. Go the extra mile<\/strong><\/p>\n

Sometimes it can take a great deal of persistence to get the right person. This was the case for Australian company Atlassian who, when faced with a shortage of Australian engineers, launched a campaign to \u2018steal European geeks\u2019 and relocate 15 developers to Sydney. Accompanied by a decked out bus, they hosted meetings and interviews across Europe, engaging candidates by encouraging them to track the bus\u2019s progress and apply for a chance to move to Australia\u2019s \u2018Silicon Beach\u2019.<\/p>\n

5. Engage candidates in a different way<\/strong><\/p>\n